组织危机沟通回应策略对员工情绪和行为的影响

The Effect of Crisis Situations and Organizational Response Strategies to Employees′Negative Emotion and Behavior Tendencies

通过实验探究危机情境下组织回应策略对员工的负性情绪和行为倾向的影响。实验一采用被试间设计。探讨公众舆论危机情境下组织回应策略(机会解释,威胁解释)对员工情绪和行为倾向的影响。实验二采用2×2的被试间实验设计,探讨管理惩戒危机情境下利益相关性(主相关,他相关)和组织回应策略类型对员工情绪和行为倾向的影响。结果发现,威胁解释下被试的负性情绪更高;机会解释下的被试发生负性网络行为可能性高于威胁解释,但现实行为倾向水平均较低;员工利益主相关情境下,被试负性行为倾向更高,危机情境类型和组织回应策略类型交互作用显著。研究表明:机会解释对抑制员工的负性情绪更有效;威胁解释对抑制员工的负性网络行为倾向更有效;员工利益主相关的危机情境会使员工的负性情绪和负性行为水平更高。

The present study explored the effect of different crisis situations and organizational response strategies to employees＇ negative emotion and behavior tendencies. In experiment 1, 50 subjects were randomly selected from varies enterprises to test the effect of the two strategies （opportunity interpretation vs threat interpretation） to employees＇ emotion and behavior tendencies by a between subject design under a public crisis situation. In experiment 2, 50 subjects were randomly selected from varies enterprises under an inner managerial crises situation to explore the effect of relevant situation （self-related vs other-related） and organizational response strategies （opportunity interpretation vs threat interpretation） to employees＇ negative emotion and behavior tendencies. The study showed that the opportunity interpretation had more effect on inhibition on employees＇ negative emotion. Threat interpretation had more effect on inhibition on employees＇ negative internet behavior tendencies. Employees would have higher level of negative emotion and negative behavior under self-related situations.